|Submission Date||March 3, 2022|
University of Wisconsin-Green Bay
PA-7: Support for Underrepresented Groups
|2.00 / 3.00||
Interim Assistant Vice Chancellor of Inclusive Excellence
Does the institution have a publicly posted non-discrimination statement? :
The non-discrimination statement, including the website URL where the policy is publicly accessible:
Affirmative Action/Equal Employment Opportunity
The University of Wisconsin-Green Bay is an Affirmative Action Equal Employment Opportunity employer committed to equal opportunity to all individuals regardless of race, color, religion, sex, sexual orientation, gender and/or gender identity or expression, marital or parental status, genetic information, national origin, ethnicity, citizenship status, veteran or military status (including disabled veteran, recently separated veteran, other protected veteran, or Armed Forces service medal veteran status), age, disability, use or nonuse of lawful products off the employer's premises during non-working hours, declining to attend a meeting or participate in any communication about religious matters or political matters, or any other category protected by law. Harassment or discrimination based upon protected status is illegal and will not be tolerated. This policy is applicable to employment practices and all programs within the University. This commitment to all employment and educational practices includes, but is not limited to, recruitment and hiring, training, compensation, benefits, promotions, transfers, terminations, layoffs, access to facilities, as well as social and recreational programs.
UW-Green Bay’s affirmative action hiring practices aim to recruit a diverse pool of applicants for every job vacancy and to remove all forms of bias (intentional and unintentional) from the evaluation of applicants to ensure that no individual receives an advantage or disadvantage based upon a protected status.
Implicit to our equal employment opportunity efforts is a work environment free of harassment based upon any protected class noted above. UW-Green Bay is committed to prompt, impartial examination and resolution of complaints and grievances to maintain a workplace free of harassment and discrimination. This commitment to all employment and educational practices includes, but is not limited to, recruitment and hiring, training, compensation, benefits, promotions, transfers, terminations, layoffs, access to facilities, as well as social and recreational programs. Please see the Policy and Procedures Prohibiting Harassment and Discrimination for further information.
UW-Green Bay is an Equal Opportunity, Affirmative Action, Title IX public institution. UW-Green Bay does not discriminate on the basis of race, religion, national origin, sex, sexual orientation, age, disability, or other factors prohibited by law in any of its educational programs, activities, admissions, or employment policies.
Inclusive Excellence is a planning process intended to help each UW System institution establish a comprehensive and well-coordinated set of systematic actions that focus specifically on fostering greater diversity, equity, inclusion, and accountability at every level of university life.
The University of Wisconsin-Green Bay is committed to a vision of diversity that is broadly inclusive, warmly welcoming, and equitable in its treatment of all members of the campus community. Through engagement, reflection, and action, we will be an institution committed to diversity in thought and practice moving beyond labels and categories that put up barriers and keep us fragmented.
Does the institution have a discrimination response protocol or committee (sometimes called a bias response team)?:
A brief description of the institution’s discrimination response protocol or team:
The UW-Green Bay Bias Incident Response Team (BIRT) consists of a collaborative group of trained UW-Green Bay community members tasked with addressing and working to resolve bias incidents on the Green Bay campuses or within the UW-Green Bay community. The BIRT responds to individual reports of bias, hearing out all parties involved, and deciding on a course of action to resolve the complaint or address the outstanding issue. Additionally, the BIRT Advisory Group meets regularly to examine campus statistics related to bias incidents, share data with the campus community, and share recommendations on education and resource allocations as it relates to campus bias. When reported incidents rise to policy or law violations, they will be referred to appropriate campus offices (University Police, Human Resources and Workforce Diversity or Student Conduct) for a formal investigation and potential disciplinary action.
Examples of actions may include but are not limited to:
• Provide a process to hear out individual concerns related to bias or hate incidents in the University of Wisconsin-Green Bay Community.
• Challenge incidents of Bias/Hate within the UW-Green Bay community.
• Provide resources (ie. counseling, education) to individuals or groups that have been harmed by bias/hate.
• Determine if bias incidents constitute a crime or policy violation and can be appropriately referred to a University office for adjudication.
• Collect information about bias/hate incidents to document trends and better inform policy, protocol, training and education on UW-Green Bay’s campuses.
• Serve as an advisory body to Vice Chancellor for University Inclusivity and Students Affairs as well as the University Administration.
• Education of the campus community regarding rights and responsibilities of freedom of speech.
• Make use of conflict resolution and restorative justice models in incident responses.
Situations will be evaluated for threat using the NaBITA Risk Assessment Rubric. Incidents deemed to include an elevated threat will be referred to the Behavioral Intervention Team for a collaborative response effort. A Structured Interview for Violence and Risk Assessment (SIVRA) should be conducted as recommended by the Behavioral Intervention Team.
Does the institution have programs specifically designed to recruit students from underrepresented groups?:
Does the institution have programs specifically designed to recruit academic staff from underrepresented groups?:
Does the institution have programs designed specifically to recruit non-academic staff from underrepresented groups?:
A brief description of the institution’s programs to recruit students, academic staff, and/or non-academic staff from underrepresented groups:
Phuture Phoenix Program
Phuture Phoenix provides an opportunity for students from underrepresented and disadvantaged backgrounds to believe post-secondary education is important, attainable, and available.
Goals and Objectives
•To encourage disadvantaged and underrepresented students, starting at the fifth-grade level, to complete high school and attend college, thus boosting the percentage of Northeast Wisconsin graduates who continue onto college
•To provide positive role models for disadvantaged and underrepresented students and allow UW-Green Bay students the opportunity to perform community service
•To create a relationship between the community, university, and area youth
•To provide fifth graders an opportunity to visit and experience their public university
•To increase the number of pre-teens and young teens who view education as a path to a brighter future
•To provide scholarships for Phuture Phoenix students who graduate from high school and attend UW-Green Bay
Human Resources shares all job postings with a collection of diverse local organizations, as outlined on the Recruitment Plan (see attached).
Human Resources shares a list of diverse advertising locations with the recruitment chair and it is up to them in conjunction with the hiring authority if they want to post in these locations. These sites include DiversityJobs.com (https://www.diversityjobs.com/), Insight Into Diversity (https://www.insightintodiversity.com/), WisconsinDiversity.com (http://www.wisconsindiversity.com/), and Diverse Jobs (https://diversejobs.net/).
Applicant pools are evaluated for the inclusion of under-represented and protected groups (as identified in the UW-Green Bay Affirmative Action (AA) Plan), and pools are reviewed and approved by the hiring authority after minimum qualification screening. Approvers are made aware of positions that are underrepresented (in accordance with the current AA Plan) prior to their review of applicant pools.
During recruitment meetings with HR representatives, recruitment chairs, and panels/committees are provided information about equitable and inclusive hiring practices.
Does the institution have mentoring, counseling, peer support, academic support, or other programs designed specifically to support students from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs designed specifically to support academic staff from underrepresented groups on campus?:
Does the institution have mentoring, counseling, peer support or other programs to support non-academic staff from underrepresented groups on campus?:
A brief description of the institution’s programs designed specifically to support students, academic staff, and/or non-academic staff from underrepresented groups:
The Multi-Ethnic Student Affairs (MESA) office provides advising, services, and activities that promote the academic success, personal growth, and development of multiethnic students. MESA also conducts educational programs that enhance learning through the promotion of respect and appreciation of racial and ethnic diversity. MESA supports the academic mission of UW-Green Bay and contributes to the development of a campus community dedicated to the diversity of thought and experience.
Through its programs, services, resources, activities, and collaborative efforts, the MESA seeks to:
• Provide academic, social, and cultural support to help multi-ethnic students achieve their educational goals.
• Orient new multi-ethnic students to the culture of the institution.
• Promote and deepen a student's understanding of their own cultural heritage, ethnicity, and identity.
• Educate the university community about diverse cultures, cultural differences, and the rich contributions of other cultures to the campus community.
• Provide training in leadership and other skills for multi-ethnic students and for those seeking to assist them.
• Provide a forum in which issues of diversity, ethnicity, identity, prejudicial attitudes/ behaviors, and cross-cultural communication can be broadly addressed in the campus community.
• Enrich the educational experience of all students and model how to live in a multiethnic and inclusive world.
Underrepresented Faculty and Staff
Ethnically Diverse Group of Employees (EDGE)
EDGE is open to all UW-Green Bay employees. Many of the members have ancestry that includes Asian, Latino, African, First Nations and Middle Eastern heritage along with many other nationalities.
Mission: This group works to ensure that UW-Green Bay’s ethnic minorities achieve their full potential as valued employees with its commitment to creating an environment that recognizes, values and respects the differences we all bring to the workplace, allowing everyone to do their best work.
Focus: EDGE helps to promote the heritage of each ethnicity of their members by sharing their culture and through their offerings of educational opportunities, networking, cultural events, and social gatherings.
For more information contact:
Mai J. Lo Lee, Director, MultiEthnic Student Affairs (MESA) Office, firstname.lastname@example.org – 920-465-2522
Group for International Employee Support (GIES)
Key interests: helping international employees with questions, concerns and just general social support.
Mission: to provide advice and support to international employees from all across the world.
Focus: The focus is on interacting and sharing experiences while also guiding each other to new and available resources or local cultural experiences. International employees get a chance to share knowledge and provide support to each other in an inclusive environment. Employees gather once a month during the academic year in a social setting.
For more information contact:
1. Vallari Chandra (coordinator), Assistant Professor, email@example.com or 920-465-2496
2. Jagadeep Thota, Assistant Professor, firstname.lastname@example.org or 920-465-2817.
Pride Center Employee Resource Group
Mission: to provide social/support to employees who support the mission of the UWGB Pride Center
Focus: employees gather one time per month during the academic year for one to two hours, in employee homes, for social activity and support as needed. Typically employees gather for a potluck, conversation, and perhaps to play board games.
For more information contact:
1. Stacie Christian, Director of Inclusive Excellence and Pride Center; lecturer for Human Development/Psychology and Adult Program at email@example.com or at 920-465-2167
Veterans Employee Resource Group
Mission: to provide social/support to employees who support the mission of Veterans on campus
Focus: employees gather one time per month during the academic year for one to two hours, in employee homes, for social activity and support as needed. This group provides support for employees who are Veterans and for support of students who are Veterans.
For more information contact:
1. Elaina Koltz, Senior Advisor, Financial Aid, at firstname.lastname@example.org or at 920-465-2065
2. Ronald Kottnitz, IS Supervisor, Academic Technology Services at email@example.com or 920-465-2792
Women's Leadership Network Employee Resource Group
Mission: to connect, encourage, mentor, and help woman advance in higher education and community organizations.
Leadership: We are committed to developing the leaders of tomorrow.
Diversity: We welcome participants of every race, color, age, ethnicity, sex, sexual orientation, gender and/or gender identity or expression, marital or parental status, citizenship status, religion, national origin, age, veteran or military status, and ability.
Equity: We believe in equal opportunity for women in all areas.
Empowerment: We strive to provide women with the tools, support, and network to be successful in their professional and personal lives.Quarterly meetings and a summer book discussion
For more information contact:
Sheryl Van Gruensven, Vice Chancellor for Business & Finance, firstname.lastname@example.org, (920)465-2210
Susan Gallagher-Lepak, Dean of the College of Health, Education, and Social Welfare, email@example.com,
Does the institution have training and development programs, teaching fellowships and/or other programs that specifically aim to support and prepare students from underrepresented groups for careers as faculty members?:
A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:
Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:
Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:
Website URL where information about the institution’s support for underrepresented groups is available:
Additional documentation to support the submission: